Frequently Asked Questions

Payrolla validates the timesheets as the employer.

In practice

• the client may confirm that the services have been delivered, for operational and invoicing purposes;
• Payrolla reviews and validates the working time and related payroll elements;

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The assessment of skills is shared between the client and Payrolla, at different stages of the engagement.

In practice:

• the client evaluates whether a professional’s profile, experience, and skills match the needs of the mission;
• Payrolla reviews the overall consistency of the profile within the employment and contractual framework;
• and the final decision to proceed is based on mutual validation.

Payrolla does not act as a guarantor of performance, but ensures that each engagement is structured with a clearly defined role, scope, and expectations.

This approach allows companies to select the professionals best suited to their needs, while ensuring that the engagement remains properly framed and compliant.

At Payrolla, we operate on the principle that our externals are motivated and that when they commit, they work 100% of the projected time.

That's why we offer the EasyTimesheets management system.It's a time sheet system designed to simplify your life. Instead of entering their time sheets on a monthly basis, which requires you to validate them, both you and the external have the ability to declare their monthly absences (such as legal sick leave, etc.).

Subsequently, their time sheets are generated and automatically sent to you.

Within your organization, the mission order creator is designated as the default approver. You can select an additional person with the authority to approve the time sheets of the worker on assignment.

Whether it's to involve other departments (e.g., IT and Procurement) or simply to ensure time sheet approval when you're on leave.

As a Payrolled employee, the worker is entitled to 26 days of annual legal leave, which can be taken starting from the end of the third month of their assignment and proportionally based on the months already worked.

Yes. Payrolla supports the continuous development of its employees’ skills, which can also benefit the quality and performance of the missions delivered to client companies.

Depending on the situation, employees may access training, certifications, or coaching aligned with their role and the requirements of the mission.

Training initiatives are reviewed and managed by Payrolla within the employment framework, ensuring they remain relevant, structured, and compliant with applicable rules.

This approach helps maintain a high level of expertise among professionals, while allowing companies to work with continuously evolving and up-to-date profiles.

Yes. While Payrolla is responsible for approving leave as the employer, we take the operational context of the mission into account.

In practice, the client may be consulted to assess the impact of the leave on the mission, particularly for planned absences or during critical periods. This allows us to balance the employee’s rights with the continuity of the service.

However, the final approval of leave remains with Payrolla, in line with its role as employer and its responsibility to ensure compliance with Luxembourg employment rules.

This approach ensures a smooth coordination between operational needs and a structured, compliant HR framework.

No. Under Luxembourg employment law, leave must be approved by the employer and cannot be taken unilaterally by the employee.

In practice, leave is requested in advance and organized to balance:

• the employee’s right to rest;
• the proper execution of the mission;
• and the employer’s operational constraints.

During the initial period of employment, particularly the first few months, leave is generally limited to ensure a smooth onboarding and continuity of the mission. However, specific situations can always be reviewed on a case-by-case basis.

Within Payrolla, leave requests are submitted through the personal space of the employee and reviewed by Payrolla as the employer. The client may be consulted to assess the operational impact on the mission, but the final decision remains with Payrolla.

This approach ensures that leave is managed in a structured and compliant way, while taking into account both the needs of the employee and the continuity of the mission.